Human Resource Lead

Job Title/ Position Human Resource Lead

Department Human Resources

Reports To CEO
Direct Reports/ Subordinates HR Analyst
Job Grade Level Senior Associate

Key Duties and Responsibilities

• Drive the development and implementation of the HR Strategy, resource planning while communicating HR
alignment to the firm’s objectives and goals
• Design workforce plans and organizational development strategies in support of the company’s
• business strategy and operational objectives.
• Develop and implement the organizational development strategy; demonstrate commitment to maximizing
business performance by working with senior business leaders to embed the desired performance culture
• Oversee the organization’s HR operational processes and identification of opportunities and solutions for
improvements
• Provide organizational guidelines on performance management including leadership development,
accelerated development, succession planning, coaching talent reviews, and terminations.
• Plan, develop and implement the compensation and benefits strategy and framework in line with the
corporate strategy and stays current with global trends on compensation and benefits
• Manage full-year HR operations by ensuring recruitment-related activities, employee benefits programs, and
other operations are executed in an accurate and timely manner
• Drive entity-wide compliance with the HR Policy and provide interpretation on key issues encountered
• Drive the organization transition approach to enable the organization to implement the planned changes;
engages stakeholders and senior leadership to encourage acceptance and ease of transition.
• Communicate the benefits of organizational policy at a senior level and ensures effective cascade throughout
the organization
• Lead the development of the organization’s succession plan and monitor the implementation of succession
planning activities throughout the organization
• Analyze and synthesize talent data from various sources into meaningful conclusions that enhance fact- based
talent decision-making across the organization

Key Requirements

Education and Work Experience

• First degree or its equivalent in any discipline, preferably in HR or industrial relations.

Key Requirements

• Postgraduate/Professional qualification in Human Resource Management will be an added advantage

• Membership of a relevant professional body e.g. Chartered Institute of Personnel Management (CIPM) or SHRM,
HRCI will be an added advantage
• Minimum of 5 years’ relevant HR generalist or specialist experience.

Skills and Competencies

• Good understanding of employee/industrial relations, as well as an appreciation of the dynamics of the Nigerian
labor and employment legislation.
• Good administration and organizational skills.
• Effective interpersonal skills
• Project Management and budgeting skills
• Excellent leadership, supervisory, and people management skills.
• Political savvy, maturity, and tact, including the ability to relate with various interest groups.
• Strong communication, relationship management, and networking skills
• Excellent supervisory and people management skills.
• Excellent negotiation skills.
• Advanced problem analysis and problem-solving skills.
• Ability to handle multiple priorities.

Key Performance Indicators

• Employee Satisfaction Index

• % or # of HR strategic initiatives completed
• Employee Productivity Rate
• Cost per hire and quality of new hires.
• Employee Net Promoter Score
• Training cost
• Diversity and Inclusion Ratio: Gender, Education, Cultural, promotional rate for diverse talents, representation in
the Board and Leadership
• Compliance with HR activity calendar
• Quality of implemented learning and development programmes
• Staff attrition/ retention rate.
• Entrenchment and maintenance of a performance-driven and merit-oriented culture.
• Timeliness and accuracy of management information and report.